Managing People in FarmBox Operations: HRM Models and Recommendations

This report discusses the HRM models and theories used by FarmBox operations, identifies the issues faced by the company, assesses the appropriateness of the models, and recommends effective HRM models to improve the company's productivity. The report also includes recommendations for on-the-job training, time management, AMO theory, and strategic contingency theory.

Managing People

Table of Contents
Introduction......................................................................................................................................3
Identifying Issues....................................................................................................................3
Main Body.......................................................................................................................................4
Defining HRM recruitment and selection models and theories.............................................4
Assessing the Appropriateness of Models..............................................................................6
Identifying and recommending models..................................................................................6
Recommendation.............................................................................................................................6
Conclusion.......................................................................................................................................6
References .......................................................................................................................................7

Introduction
Human resource management is the main key element for every business in order to
perform the efficient task in the market. Through the HR process companies were able to hire the
ideal candidate for their operational activity. In regard to this the dedicated HR polices and
theories in an organisation ensures that its employee will perform efficiently as well as helps in
forms positive working culture in internal environment of organisation (Lei, Khamkhoutlavong
and Le, 2021). HR also plays vital role in order to understand the individual or group behaviour
at workplace. through which they conclude the real world evaluation that assist in future
guidance. Hence its plays important role in managing the workforce.
In this given report the discussion on FarmBox operations will be taken into the
consideration. FarmBox is a fresh food producer company that delivers its services to its
customer via online platform and in COVID-19 they faced unexpected growth in their orders.
The mentioned report will identify the models and theories of HRM that currently using by
FarmBox as well as the problems will be highlighted that currently facing by mentioned
company. Further the appropriateness of these models will be provided as well as areas will be
identified that need to be improved. At last some effective model and theories of HRM will be
recommended to the given organisation in order to improve and enhance its operational activity.
Identifying Issues
According to the provided Case study FarmBox “operational productivity for the firm
decreased, orders were late or incomplete and for the first time since opening, customer
complaints were received. Staff are now working longer hours than contracted and many are
looking to leave the company. once they have secured alternative employment”. The above
quoted problem is arising due to ineffective induction. The mentioned company didn't provide
any dedicated training to their new employee through which company faced such above
mentioned issues in their operational activity.
One of the main role of HRM is to give the proper guidelines to all the new employee
regard to the company functions as well as to provide the proper intensive training according to
company operational activity (Armstrong and Taylor, 2020). In this case the major issues is
arises because new employees were started working with company without any intensive

training. And due to this company faced criticism by customers as well as their productivity were
also lowered down drastically.
Main Body
Defining HRM recruitment and selection models and theories
The FarmBox recruited their employee through online portals. The mentioned company
took the CV of all the candidates through Email and shortlisted ideal employee among all the
CV. In instance the respective company also performed online interview by they determined
their ability and skills on behalf of their operational working. To perform all these activities the
mentioned company used the AMO and Human capital theories in their operations in regard to
recruit and manage their employee for operational working. In regard to induction process the
mentioned company placed the new employees to work with co-existing workers for a day as
well as given the tour of their farm land.
AMO theory
The AMO theory is determine the ability, motivation and opportunity at workplace. The
mentioned theory used by several organisations in order to understand its staff as well as create
the positive aspects in their behaviour. It plays a vital role in order to create the effective
workplace environment (Tran, et.al, 2020). In instance the successful implementation of such
theory created wealth in the company portfolio by enhancing their productivity. Ability- Increase the ability of employee Motivation- Motivate their employee in order to increase their ability
 Opportunity- Provides the opportunity to employees in order to contribute in company
functions.
The FarmBox uses such theory in its business operations in regard to influence its
workforce but failed due to several attributes such as; the employee that recruit by the mentioned
company in their operations were skilled and ideal for company operations. But due to lack of
proper induction shows the drawbacks in their operational functions. Moreover, the company has
a lot of work pressure regard to excessive amount of orders in short span of time. Due to this
they didn't developed an effective organisational practices in its operations that can boost their
employee in regard to operate their work.

Secondly due to lack of motivation in company operations didn't boost their employee
morale. This shows the major drawback of company functions because motivation is one of the
foremost important aspect that plays vital role in company productivity. In FarmBox the
company didn't follow any stages to influence its employee such as belonging needs,
physiological needs etc. on behalf of this employees were failed in order to perform company
task effectively. However, FarmBox provided the opportunity to its employee in behalf of
contributing in the company functions. According to the case study they had the diverse number
of customer. Hence, employee has the opportunity to contribute in company productivity by
performing more efficiently.
Human capital theory
Human capital theory refers to skills, knowledge and experience of an employee that used
by the organisation in order to get the effective result in functions. Through effective practice
and training companies use their employee as a valuable resource (Ray, Nyberg and Maltarich,
2021). It helped the organisation in order to enhance the employee credibility by skill training
program.
In FarmBox employees were didn't provided ant dedicated training in relation to their
work. As reflecting in the above report the employer were distributed the work in within the one
day of training. Due to this the staff faced the lot of work pressure as well as their skills were not
fully utilized by the mentioned company. Due to lack of proper instructions and guidance in
work employee were demolished that lowered down their productivity level towards company
functions. In light to the fact as mentioned in the report the employee working extra hours in
regard to fulfil the customer orders. At the time of recruitment, the mentioned company specified
the working hours but due to delaying in order their working hours were increased.
All of the above mentioned behaviour of staff towards the company operations showed
the several loop holes in mentioned company policies. Due to this staff were not giving their best
in company operations that ultimately shows the low production. For the first time company
faced the customer complaints and other delaying due to lack of proper training and management
of staffs by the side of FarmBox. In initial stage of COVID-19 company has formed the good
brand image in the market through its fresh farm products. Since, the respective company faced
the excessive amount of orders in a short span of time that leads to enhance the employee. In
regard to this due to ineffective training and other information regard to their operations

employees performed their functions ineffectively. All of the above scenario has impacted badly
to mentioned company operations that showed the threat to company brand image.
Assessing the Appropriateness of Models
The model that used by the FarmBox are appropriate and have the ability to improve their
issues that faced by the company in their functions. The AMO theory and Human capital theory
were used by the mentioned company in their operations in order to enhance their working
operations (Lopez-Cabrales and Valle-Cabrera, 2020 ). But due to some inappropriate practices
and factors in their operations affected its overall performance. Hence, below is the deep
analysation of these models that will represent the positive as well as negative aspects of
respective company functions.
As mentioned in above report FarmBox deployed the AMO theory in its working
operations in order to enhance its productivity (Botelho, 2020). One of the major problem that
faced by the company is due to not completing the order on time due to which customer
complaints were initiated. Therefore, this is due to employee ineffective performance. The
company is required to motivate its employee by boosting their morale and provides them
rewards on doing extra works for company operations. Hence the AMO theory plays a vital role
in order to suggest the best guidelines to company in regard to function its employee ability
(Hamid, Muzamil and Shah, 2022).
The mentioned theory also focuses to get the time to time feedbacks in regards to
employee working in the operations. According to the case study one of the major issues that
employee of mentioned company was facing is due to high work pressure as well as lack of
policy support to their functions. Hence, due these type of practices need to be changed by
company. FarmBox should need to be create friendly working environment for their employees
that focuses on skill development. By giving the proper training to its staff can solve the issue of
lack of productivity which majorly faced by company. The company should need to be create
employee oriented policy that motivate and increase the trust towards their company. Through
effective practice and training companies use their employee as a valuable resource. It helped the
organisation in order to enhance the employee credibility by skill training program.
Human capital theory

There are several positive impact of mentioned theory in behalf of company functions the
major issues that company faces are due to effective use of employee ability, and lack of
education in their staff. Hence, these theory can eliminate these types of issues from the
company functions (Kasych et.al, 2020 ).
In regard to this staff of the FarmBox have the ability to perform the functions more
smoothly and deliberately. But these skills need hard work nourishing and other good attitude to
use as a resources for the company. Moreover, the company have the ability to perform more
functionally and smoothly but their lack of proper management and uses of human capitalization
is weak. Second one of the most important issues that company facing is lack of experience in
their operations. According to the mentioned report this was the first time when they faced the
lots of orders in their company operations. The company didn't face such excessive amount
customer before. Hence, the mentioned company need to work on this section by creating the
effective planning for future functions.
Identifying and recommending models
 It is quite evident that the concerned organization has faced numerous implications in
regard with lack of training and development opportunities for new recruits. In order to
overcome the respective complication, the FarmBox is recommended on the job training
program wherein effective training and facilitates are provided to the individuals in order
to elevate their current skill set so as to perform their daily operational work productively
(Kasych et.al, 2020 ).
 It also vital for FarmBox to exercise time management schedules among the personnel so
as to ensure that the work deadlines are mot missed and the order are completed on time.
Hence, the time management journal and schedules can be stated as one of the operative
strategy or tactic which can be capitalized by the management in ensuring that the
customer service of the customers is enhanced and heightened (Schunk, and DiBenedetto,
2020).
 Then application of existing AMO theory applied by the firm can also optimized in order
to suit then changing requirement and considerations within the organizational
environment. The reason for the same is that although the firm had the opportunity to
grow in the market but due to inability of the staff as well as lack of motivation and drive
facilitated by the management, the workers were unable to take advantage of the

available prospects in the best of their ability. Hence, the FarmBox should elevate the
ability of the existing workforce so as to accomplish their work targets i.e. satisfactory
customer services, achieved deadlines, productivity and efficiency etc. by encouraging
them with rewards and recognition (Ryan and Deci, 2020). effort must be appreciated and
applauded by the firm on regular basis in order to elevate the employee engagement. This
can further assist in the capitalization of the prevailing profitable opportunities in the
business in a tremendous manner.
 FarmBox is advised to adopt strategic contingency theory. The respective theory
highlights upon the necessity of a leader to act and respond to the contingent issues and
complication arising within the business firm in strategic and capable mannerism. The
leaders must optimize upon its unique skill set and competencies in order to tackle the
complication and issues in an optimum way The concerned theory outlines the
requirement to approach every task as a problem and focuses on identifying the best
solution to overcome in the same in apt manner (Victer, 2020). In context to FarmBox,
the enterprise can opt for the given theory in order to manage the workload properly.
Appointment of leader who can guide and influence the staff in consideration within
work process will aid the management to overcome the issue pertaining to delivery of
potential outcomes. The contingent situations arising due to COVID-19 9jm a frequent
basis within the FarmBox such as inconsistent operational work, lack of motivation
among employees, unmet work goals etc., can also be also controlled by the
implementation of strategic contingent approach.
 Also, numerous motivational sessions and seminars can be conducted by the firm for the
employees in order to help the strive harder for the acquisition of the organization goals
This in turn can help FarmBox to overcome productivity concerns faced by the firm.
Conclusion
In the above given report it is clearly stated that HRM plays a foremost important role in
order to manage the employee of an organisation. Through dedicated HR polices and theories
company can easily form effective and efficient working environment for their working staff.
Through such effective approach companies create better productivity and manage staff
behaviour. In above report several loop holes in FarmBox operations were stated due to which
company productivity were demolished due to lack of experience and HR policies practices.

Moreover, several pros and cons were also stated of company functions that helped in order to
understand the scenario on which company need to work. At last some dedicated
recommendation and polices were provided by which they can improve their productivity and
timely order issue.

References
Books and Journals
Lei, H., Khamkhoutlavong, M. and Le, P.B., 2021. Fostering exploitative and exploratory
innovation through HRM practices and knowledge management capability: the
moderating effect of knowledge-centered culture. Journal of Knowledge Management.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Tran, P.T., Pham, L.M., Do, P.T. and Le, T.A., 2020. HRM practices and employees’ innovative
work behavior-IWB An application of the AMO theory. Journal Homepage: http://www.
ijmra. us, 10(5).
Ray, C., Nyberg, A.J. and Maltarich, M.A., 2021. Human Capital Resources Emergence: The
Role of Social Capital. Academy of Management Review, (ja).
Hamid, Z., Muzamil, M. and Shah, S.A., 2022. Strategic human resource management.
In Research Anthology on Human Resource Practices for the Modern Workforce (pp. 1-
16). IGI Global.
Kasych, A., Vrbka, J., Rowland, Z. and Glukhova, V., 2020. Modern Human Resource
Management Models: Values, Development Approaches, Transformation. Quality-
Access to Success, 21(179).
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review, 30(3), p.100689.
Botelho, C., 2020. The influence of organizational culture and HRM on building innovative
capability. International Journal of Productivity and Performance Management.
Victer, R.S., 2020. Connectivity knowledge and the degree of structural formalization: a
contribution to a contingency theory of organizational capability. Journal of Organization
Design, 9(1), pp.1-22.
Ryan, R.M. and Deci, E.L., 2020. Intrinsic and extrinsic motivation from a self-determination
theory perspective: Definitions, theory, practices, and future directions. Contemporary
Educational Psychology, 61, p.101860.
Schunk, D.H. and DiBenedetto, M.K., 2020. Motivation and social cognitive
theory. Contemporary Educational Psychology, 60, p.101832.